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Society
Diverse Work Styles
Our Policy and Approach
Please see the following page:
We believe that creating a safe and secure workplace, developing employment conditions, and respecting a variety of work styles that suit life events means a workplace where employees can work energetically in good health, both physically and mentally, can be created, and so we are implementing initiatives to achieve this.
By promoting diverse work styles with the use of remote work and the "super flex-time system," we will not only increase productivity and efficiency, but also enable employees to make more effective use of their time, resulting in a better work-life balance.
Moreover, to maximize well-being for all, we strive to provide even better employment conditions with fair evaluation, opportunities for growth and offer multiple work style and career development options to each employee.
Main Initiatives
A Choice of Work Styles (Freedom of Work Location, Hours, and Place of Residence)
The NTT Group is expanding various systems with the aim of giving employees more work style options suited to their lifestyles.
| Work location | Remote work, expanded satellite office locations, etc. |
|---|---|
| Work hours | Flexible hours, split shifts, etc. |
| Place of residence | Remote standard |
Since the introduction of the remote standard system, we have been enhancing work-life integration, including the decrease in the number of employees given solo transfer assignments by about 1,500, and the increase in the number of employees who work while residing in remote locations.
The fiscal 2023 engagement survey found that, among the employees who used the remote standard system, those who experienced changes in their work style (such as elimination of solo transfer assignments or increased opportunities to work from their parents' home) showed engagement levels that were 5 to 10 points higher than those who did not experience such changes. The remote work implementation rate as of the end of fiscal 2023 was 65.6%.
Remote standard
・Any residence in Japan is acceptable
・Any reasonable transportation method to and from work that can be considered travel expenses (lodging expenses provided as well) is acceptable
・No need to relocate to a remote location if the new location is an organization that accepts the Remote Standard
Promoting Work-Life Management Work and Leave Style Reforms
The NTT Group seeks to create new value through innovation. In order to accomplish this goal, there is a strong need for all NTT Group employees to break away from traditional work styles to adopt more efficient practices not bound by time and place, and thereby exercise greater levels of independence and creativity.
We are also aware of the great importance of supporting this shift by cultivating a deeper understanding of work-life management throughout workplaces and fostering a corporate culture that accepts the diverse work styles of each individual employee.
A variety of systems to promote work-life management
Leave systems
| Name of system/measure | Details |
|---|---|
| Annual paid leave | This paid leave can be taken for any purpose. Every year, 20 days of leave are granted to employees that have completed at least one full year of service (13 days for employees who have not yet completed one full year of service). |
| Special leave | Available for the following purposes: Wedding, bereavement, summer vacation, childbirth, childcare time, menstrual period, commuting interruption, loss of home due to a natural disaster, etc. |
| Life plan leave | Up to three days of paid annual leave that would be normally lost at the end of the year can be retained annually as life plan leave days that can be used for any reason. |
| Sick leave | Can be used when injured or ill |
| Infertility treatment support leave | System that grants from one month to one year of leave when extended leave is required due to infertility treatment (Unpaid) |
Childbirth and childcare support
| Name of system/measure | Details |
|---|---|
| Commuting relief during pregnancy | System that exempts employees from up to 60 minutes of work per day at the beginning or end of work hours. (Paid) |
| Health checkups during pregnancy and after childbirth | System that exempts employees from work if they receive health guidance or take health checkups during pregnancy and for one year after childbirth (Paid) |
| Special leave (childbirth) | Special leave system where employees can take leave from the sixth week (the 14th week for a multiple pregnancy) before the expected delivery date to the eighth week after childbirth (Paid) |
| Special leave (childcare time) | System that grants up to two 45-minute childcare breaks (one hour breaks for twins) for female employees looking after babies under the age of one year |
| Childcare leave | System where any employee can take leave to look after a child under the age of three (Unpaid) |
| Reduced working hours for childcare | System where any employee can reduce their working hours while their children are in third grade or below (four, five, or six hours) |
| Shift work for childcare | System where employees can work in shifts while their children are in third grade or below |
| Restrictions on overtime and late-night work | System that places restrictions on overtime and late-night work while employees' children are in third grade or below |
Nursing care support
| Name of system/measure | Details |
|---|---|
| Nursing care leave | System where any employee can take leave if they have a family member in need of nursing care (Unpaid) |
| Reduced working hours for nursing care | System where any employee can reduce their working hours if they have a family member in need of nursing care (four, five, or six hours) |
| Shift work for nursing care | System where employees can work in shifts for up to three years if they have a family member in need of nursing care |
| Restrictions on overtime and late-night work | System that places restrictions on overtime and late-night work for employees who have a family member in need of nursing care |
Work-related systems
| Name of system/measure | Details |
|---|---|
| Shift work | Individual employees can change the time they start and finish work in relation to childcare and nursing care |
| Flextime work | Flextime system: Employees work during standard core times (10:00-15:00, specific times can be set by each organization) and flexibly outside of these times (7:00-22:00) Super Flextime system: Employees work flexibly between 7:00-22:00 with no core times set (minimum unit: 3 hours) |
| Work from home | Employees can use this system for tasks judged to be feasible by direct superiors |
| Reemployment system | System where any former employee who left the company for childcare, nursing care, or their partner's transfer can be reemployed if they apply for this when leaving |
Balancing between Life Events and Work
To help employees balance diverse work styles and childcare, nursing care, and medical treatment, we have been offering D&I seminars for all employees since fiscal 2023.
Employees can sign up for seminars on their topics of interest. From this fiscal year, we have increased the number of seminars and topics, adding content related to management skills necessary for balancing life events and work, help seeking, and the mindset required for balancing these responsibilities. Employee, manager, and other trainings tailored to the topics are offered.
Establishment of Fertility Treatment Support Leave (Since July 2024)
Employee engagement and other surveys revealed that among those balancing work with medical treatment, those undergoing fertility treatment made up the highest percentage of employees who responded that balancing the two was difficult.
The reason cited was scheduling adjustments around treatment, and the most desired support was leave and other such considerations.
In addition to existing systems, we established fertility treatment support leave, believing that it was important to accommodate various work style needs to help diverse talent thrive, including long-term leave for those who wish to focus on fertility treatment, both mentally and physically.
Introduction of Early Morning Work Starting at 5 a.m. (Since July 2024)
In the employee awareness survey, mainly employees raising children expressed a strong desire for "early morning work (starting at 5 a.m.)" to be able to concentrate and work.
Our flexible hour system has enabled employees to split shifts, and furthermore, start work at 5 a.m. regardless of the reason. This allows for greater flexibility in working hours, for example, starting work at 5 a.m. when employees can focus on their work, then pausing at 7 a.m. for childcare, and resuming at 10 a.m., which will contribute to enhancing work-life integration.
Salary Measure for Employees Returning from Childcare, Nursing Care, or Other Leaves (Since June 2024)
The NTT Group has offered childcare and nursing care leave systems that are more comprehensive than national systems.
Previously, in cases where an employee took leave for the entire evaluation period due to childcare or other leaves and did not perform any work over that duration,* the employee was marked as "not evaluated."
To increase motivation upon returning to work and to make childcare and nursing care leaves easier to take, we have introduced a new measure where returning employees receive a certain salary adjustment (specifically, instead of "not evaluated," employees receive an evaluation that is one level higher).
*Employees have been evaluated if they worked even for a day during the evaluation period.
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